Recruitment in early learning services across NSW is often triggered by urgency — a resignation, enrolment growth, maternity leave, or immediate ratio pressure under the National Regulations.
Operationally, the need is clear.
Ratios must be maintained.
Children must remain appropriately supervised.
Families expect continuity.
However, recruitment in NSW early learning services is not merely an operational response.
It is a governance decision.
Approved Providers and Nominated Supervisors operate under the Education and Care Services National Law (NSW) and Regulations, which impose clear obligations regarding staffing arrangements, qualifications, supervision and record-keeping.
At the same time, employment decisions must comply with:
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The Children’s Services Award
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The Fair Work Act and National Employment Standards
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Superannuation and payroll legislation
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NSW long service leave requirements
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Workplace Health and Safety duties
Each new hire engages multiple layers of compliance.
In larger organisations, HR and compliance teams manage this complexity. In smaller NSW services, these responsibilities often sit with one director — concentrating both accountability and risk.
When hiring is driven primarily by urgency, exposure can arise through:
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Incorrect Award classification
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Outdated or non-compliant contracts
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Inaccurate pay structures or loadings
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Unclear supervision arrangements
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Informal probation processes
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Cultural imbalance within small teams
These risks rarely stem from negligence — they stem from pressure.
But in a regulated NSW environment, pressure does not reduce responsibility.
When recruitment is approached as governance rather than urgency, services pause to confirm:
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Role necessity and clarity
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Award classification accuracy
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Remuneration alignment
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Supervision and reporting structures
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Structured probation and compliant onboarding
This clarity strengthens recruitment.
It becomes selective, structured and protective of long-term service stability.
Small NSW services carry the same legislative obligations as large providers.
The difference is not responsibility.
It is internal infrastructure.
Recruitment is not simply about filling a vacancy.
It is about protecting compliance, culture and leadership sustainability.
Next week in Part 2, I will outline the practical framework strong NSW centres use before they hire — including how to structure roles, confirm Award alignment, and implement compliant recruitment processes that reduce pressure and risk.